Top 5 Employee Motivation Activities

Top 5 Employee Motivation Activities

What are the actions team leaders can perform to motivate their team members? Every manager who is competent must think about this question in order to boost team performance. Based on my training in psychology and the experience of having two successful businesses, I’ve learned the answer to this question.

1. Relationships:

It is the American Management Association regularly studies the reasons why employees quit their job. You, the reader, might immediately conclude that pay is the most important reason. However, compensation for employees usually is the 4th or 5th place of the list. The most frequent reason why people quit their job is because of a bad relationship with their boss. The first item among my lists of employee motivations is creating a positive working relationship within your group. It’s not essential for employees to become “friends” with teammates, but it is crucial that each employee feels connected.

2. Being heard:

A key aspect of teams that are highly effective is the variety of ideas shared by colleagues when they are faced with a problem. This is as the team leader is able to encourage all members to be involved. Every thought is given a chance to come up. Though it may appear silly or unrelated at first may lead to the idea of a novel solution. In the past, an auto dealership in Arizona tried to boost sales during the scorching summer months. In a sales meeting, someone recommended: “air conditioning the outdoor lot.” It seemed like a no-brainer initially became mist sprayers, which are so ubiquitous in public spaces now.

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3. Recognition Managers are too critical of team members.

They don’t make an effort to praise or acknowledge positive contributions. Abraham Maslow, in his 1943 article “A Theory of Human Motivation,” proposed the order of human needs. The first is the physical needs (food and water, as well as physical security). Further up the ladder is what he calls Esteem needs. Everyone wants to be successful and respected by other people. The manager who pays focus on success can help teammates to meet their goals.

4. Safety:

In our country today, most workplaces are physically safe. The security I’m referring to is emotional. Managers can create a hostile environment by creating fear through criticism of an employee in public for an error or shaming an issue raised in an interview. I know a person who works for a major IT company. On a huge conference call, the vice president inquired about what the company was doing wrong to lose market share to a rival. My friend told me that although the hardware of their company was better in each aspect, however, their software lacked appealing features that customers were looking for. The VP’s response was, “Sounds like you’d rather be working for XYZ instead of us.” Following the manager’s niggling remarks, there were no further suggestions given on how to get back market share. The team members must feel secure.

5. The sense of participation:

Ford Motor Company found in a study on time management that workers on assembly lines performed at a higher level when they were able to rotate their duties. The possibility of working in multiple locations in the line enabled them to have a greater feeling of contributing. To increase team motivation, Don’t “pigeonhole” teammates in specific activities. It’s possible to do this casually. Sue is extremely proficient with spreadsheets and gets praise for her work from the manager. It’s not long before you realize what Sue does… spreadsheet upon spreadsheet after. It is better to let Sue mentor a teammate, and you’ll have two people who excel at what they do. Sue is able to apply her and her expertise in other areas of the project.

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The motivation of a team is a constant task for every manager. By following these steps, you will help build a solid foundation for your group. Certain steps might not come easily to you. With perseverance and patience, you will be able to master the methods and assist your team in reaching its full potential.

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